Comments on: Feedback-Performance Enhancement for Leaders Without the Pill http://www.buildingbetterleaders.com/2009/12/17/feedback-performance-enhancement-for-leaders-without-the-pill/ Professional Mentoring for Serious Professionals Fri, 03 Sep 2010 21:06:36 -0500 http://wordpress.org/?v=2.8.6 hourly 1 By: admin http://www.buildingbetterleaders.com/2009/12/17/feedback-performance-enhancement-for-leaders-without-the-pill/comment-page-1/#comment-32 admin Sun, 20 Dec 2009 17:49:50 +0000 http://www.buildingbetterleaders.com/?p=730#comment-32 Dave, thank for reading and commenting. Kudos for your truly enlightened view on feedback! Best, Art Dave, thank for reading and commenting. Kudos for your truly enlightened view on feedback! Best, Art

]]> By: Dave Baldwin http://www.buildingbetterleaders.com/2009/12/17/feedback-performance-enhancement-for-leaders-without-the-pill/comment-page-1/#comment-31 Dave Baldwin Sun, 20 Dec 2009 14:53:01 +0000 http://www.buildingbetterleaders.com/?p=730#comment-31 Hey Art, What a great post! In my business feedback is crucial. In the business world profit is at stake, in my world the eternal destinies of people are at stake, so giving feedback to my directs is crucial. Here are some of the things I keep in mind & do when giving feedback (not in any particular order). --I always tie the feedback to their future in the organization. --I ask permission to give feedback. --I start out giving only positive feedback until they ask for the "constructive" (negative) type. That shows me how willing they are to improve. -- I always focus on observable actions and words. I have been known to take one of our speakers on a Sunday morning to task and give them feedback in between services so the next time is better. Blessings, Dave Hey Art,
What a great post! In my business feedback is crucial. In the business world profit is at stake, in my world the eternal destinies of people are at stake, so giving feedback to my directs is crucial.
Here are some of the things I keep in mind & do when giving feedback (not in any particular order).
–I always tie the feedback to their future in the organization.
–I ask permission to give feedback.
–I start out giving only positive feedback until they ask for the “constructive” (negative) type. That shows me how willing they are to improve.
– I always focus on observable actions and words.
I have been known to take one of our speakers on a Sunday morning to task and give them feedback in between services so the next time is better.
Blessings,
Dave

]]> By: Arthur Petty http://www.buildingbetterleaders.com/2009/12/17/feedback-performance-enhancement-for-leaders-without-the-pill/comment-page-1/#comment-26 Arthur Petty Fri, 18 Dec 2009 13:55:13 +0000 http://www.buildingbetterleaders.com/?p=730#comment-26 Sonia, thanks for your very thoughtful additions to this post. Great example of a really lousy approach to feedback. And you are right, addiction to feedback is a good thing! -Art Sonia, thanks for your very thoughtful additions to this post. Great example of a really lousy approach to feedback. And you are right, addiction to feedback is a good thing! -Art

]]> By: Sonia Di Maulo http://www.buildingbetterleaders.com/2009/12/17/feedback-performance-enhancement-for-leaders-without-the-pill/comment-page-1/#comment-25 Sonia Di Maulo Fri, 18 Dec 2009 00:34:42 +0000 http://www.buildingbetterleaders.com/?p=730#comment-25 Art, Wonderfully written post and a topic that is dear to me! I would like to add another sad but true reality: Some company cultures focus on giving critical feedback that focuses on past behavior only (not improvement feedback that focuses on future behavior). Example: "Since we only have a few minutes, I'll tell you what went wrong and why." Most of the time, this leaves employees de-motivated and overwhelmed. I agree that getting training on how to offer and ask for powerful, inspiring feedback is the key to Building Better Leaders. Note & Plug for Art: Sounds like your "Building Better Leaders programs" can indeed legally enhance workplace performance. Addiction to feedback could be a good thing. Enjoyed this... ! Sonia Di Maulo, Feedback Enthusiast www.readytofeedback.com Art,

Wonderfully written post and a topic that is dear to me!

I would like to add another sad but true reality: Some company cultures focus on giving critical feedback that focuses on past behavior only (not improvement feedback that focuses on future behavior). Example: “Since we only have a few minutes, I’ll tell you what went wrong and why.” Most of the time, this leaves employees de-motivated and overwhelmed.

I agree that getting training on how to offer and ask for powerful, inspiring feedback is the key to Building Better Leaders. Note & Plug for Art: Sounds like your “Building Better Leaders programs” can indeed legally enhance workplace performance. Addiction to feedback could be a good thing.

Enjoyed this… !

Sonia Di Maulo, Feedback Enthusiast
http://www.readytofeedback.com

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